The survival of a corporate organization depends on the performance of the individuals within that institution. Meanwhile, the performance of organizational members or employees needs to involve the achievements of each member, in accordance with the regulations, requirements, and expectations of the organization. Employee performance is also the result of the abilities, efforts, and perception of the tasks of the employees themselves.
In addition, another factor that is equally important in supporting better performance from each individual is the implementation ofdivision of labor within the organizational structure.
Division of labor is the grouping of types of work assigned to workers and tailored to each individual's abilities in order to maximize the achievement of organizational goals.
Several studies indicate that division of labor has a positive and significant effect on employee performance. According to the literature review, division of labor is a process of breaking down complex tasks into a series of specific tasks to improve efficiency and productivity. In the organizational process, division of labor must be carried out appropriately, based on delegation.
This concept has been discussed by various thinkers for hundreds of years, such as Ibn Khaldun, a Muslim historian from Tunisia who is often referred to as the founding father of historiography, sociology, and economics.
There is also a Scottish philosopher who pioneered modern economics, Adam Smith, who highlighted the impact of specialization, skill improvement, time savings, and the use of tools on work output. Meanwhile, the modern sociologist from France, Emile Durkheim, linked the division of labor with the development of social structures in modern society.
Ibn Khaldun, who is also recognized as the father of division of labor by some experts, argued that division of labor can improve social welfare through specialization according to expertise.
His thinking is considered to have preceded similar theories put forward by Adam Smith. Six centuries later, Adam Smith identified the factors underlying the theory of division of labor, namely specialization, skill development, time savings, and the use of tools and technology. He also highlighted the relationship between division of labor and market size.
Meanwhile, Emile Durkheim, in his work The Division of Labor in Society, explains how the division of labor developed alongside changes in social structure and became a characteristic of modern society.
From the early thinkers of the modern economic system, there is one point that makes the application of this task specialization also have a negative impact. Although in practice, the division of labor has led Europe to become very advanced in the economic field.
Adam Smith warned that there is a risk that this division of labor will make workers less up to date with the overall work system if their work is too fragmented. Philosophically, organizations must balance efficiency with human development.
Meanwhile, Emile Durkheim asserts that if the division of labor is unfair, it can trigger anomalies, leading to alienation, conflict, and dysfunction. Therefore, the division of labor must be accompanied by moral norms, fairness, and mutual respect.
In any case, the meaning of work for each individual is to build their identity and role. If the role is too narrow, identity can collapse. However, if the role is understood as an important contribution to the organizational ecosystem, relationships between members of the organization become healthier and more respectful.
Therefore, the division of labor must be based on competence and interest. It is not only a question of who can do it, but also who is willing to do it. This also requires role rotation and alternating learning.
Therefore, in every task distribution, efforts must be made to reduce boredom and alienation by increasing cross-functional empathy, to the point of designing a more adaptive organization. Ensure that every role within the organization has a clear purpose and measurable contributions, and provide space for each individual to grow.
Transparency is also needed in assignments and periodic evaluations to ensure that no one is disproportionately burdened. Here, each individual needs to be aware that differences in roles are a strength, not a hierarchy of values.
In general, division of labor is not only a matter of efficiency, but also a matter of humanity, which can affect how organizations work, how members of organizations interact, and how they find meaning in their work.
A good division of labor is one that is appropriate, neither too much nor too little, efficient in terms of the system, morally fair, and humanizing in existential terms.
